Management Past to Present

BEHAVIOURAL MANAGEMENT THEORISTS Elton MayoAbraham MaslowDouglas McGregor

The focus is moving away from Scientific Management & productivity The HUMAN SIDE People want to be social & self-fulfilled!

HUMAN RELATIONS THEORIES HAWTHORNE STUDIES

Who? Elton MayoWhen? During the 1920’s What did he do? “Hawthorne Studies”Purpose? Research to study personal productivity…BUT learned something more important!

#1 Illumination Study:  Changed factory lighting level  Expectation: BETTER LIGHT = BETTER PERFORMANCE  Conclusion: interfering psychological factors  Result: turned attention to human relations

#2 Assembly Room Study:  Chose 6 workers to observe in a “special” test room  Altered break periods, work-days & work-weeks  Measured the affect of fatigue on their output  Expectation: FATIGUE = POORER PERFORMANCE

#2 Assembly Room Study:  Result: No direct relationship between changes in physical working conditions & output PRODUCTIVITY INCREASED!  Conclusion: SOCIAL SETTING The positive “SOCIAL SETTING” increased productivity

GROUP ATMOSPHERE PARTICIPATIVE SUPERVISION

#3 Wiring Room Study:  Study focused on the “work group”  Result: Groups can have a POSITIVE or NEGATIVE influence on INDIVIDUAL PRODUCTIVITY

IMPORTANCE! social & human concerns Shifts management’s attention away from scientific management toward social & human concerns as keys to productivity.

Hawthorne Effect By showing employees that you are concerned about them will usually motivate them to do a better job

HUMAN RELATIONS THEORIES THEORY X & THEORY Y

THEORY  DISLIKE WORK  LACK AMBITION  IRRESPONSIBLE  RESIST CHANGE  WANT TO BE “LEAD”

THEORY  WILLING TO WORK  CAPABLE OF SELF- CONTROL  ACCEPT RESPONSIBILITY  IMAGINATIVE  CREATIVE  SELF-DIRECTED

HUMAN RELATIONS THEORIES PYRAMID OF NEEDS

Self- Actualization Esteem Belonging / Social Safety Needs Biological & Physiological MASLOW’S PYRAMID OF NEEDS

Personal Growth & Fulfillment Achievement, Status, Responsibility, Reputation Family, Affection, Relationships Protection, Security, Order, Law, Stability Air, Food, Drink, Shelter, Sleep, Warmth MASLOW’S PYRAMID OF NEEDS

NEEDS DEFICIT PRINCIPLE PROGRESSION PRINCIPLE 3 KEY TERMS TO UNDERSTAND:

NEED A NEED is… A physiological or psychological deficiency a person feels the compulsion to satisfy. These NEEDS can affect a person’s work attitude & behaviour.

DEFICIT PRINCIPLE DEFICIT PRINCIPLE says… a satisfied need is no longer a motivator for behaviour

PROGRESSION PRINCIPLE says… the needs are ordered in a “hierarchy”. You only move to the next level when the lower level need has been satisfied.

The Power of the Pyramid Managers need to create the kind of environment that allows employees to rise to every occasion. Difficulty: People’s needs change. Incentives need to be geared towards their needs. Difficulty: You may have employees that have very different needs & concerns to satisfy. Implication: If your incentives do not satisfy your employees’ needs, they will leave!

HUMAN RELATIONS THEORIES THEORY OF ADULT PERSONALITY

Who? Chris ArgyrisWhen? During the ’s What did he do? Scholar & business consultantPurpose? To examine the needs & capabilities of mature adults working in organizations Immaturity/Maturity Continuum

What he concluded: Some classical management theories are inconsistent with the mature adult personality Simplified tasks Inhibits self- actualization Taylor’s Scientific Management

What he concluded: Some classical management theories are inconsistent with the mature adult personality Creates dependent, passive employees Higher levels of management should control & direct lower levels Weber’s Bureaucracy

What he concluded: Some classical management theories are inconsistent with the mature adult personality May cause psychological failure…individuals should define their own goals Fayol’s Administrative Principles Unity of Control assumes success occurs when 1 person’s work is planned & directed by 1 manager